A comprehensive guide to 6 types of change management

Organizations have been constantly reorganizing since the COVID-19 pandemic, driven by fast-paced technological changes and global disruptions. 72% of employees reported disruption in the past year, and nearly 80% expect this pattern of continuous change to persist, highlighting how deeply change is embedded in today’s workplace (Source: Gallup).

Yet, despite its prevalence, many organizations still struggle to manage change effectively. Common pitfalls such as employee resistance, unclear direction, and overlapping initiatives often derail progress. These challenges not only hinder outcomes but also contribute to change fatigue.

In this high-stakes environment, effective change management is a strategic imperative. Let’s explore the 6 essential types of change management, when and how to apply them, and the proven strategies to drive successful, lasting transformation.

What is change management?

Change management is a strategic, structured process that helps individuals, teams, and organizations transition from a current state to a desired future state. In business or IT, this may involve rolling out a new enterprise system, restructuring an entire division, or shifting to a customer-first operating model.

At its core, change management ensures that transformation initiatives:

• Are well-planned and clearly communicated

• Take into account the human side of change

• Minimize resistance and operational disruptions

• Maximize user adoption and business value

In change management, this approach combines organizational psychology, project management, and systems thinking. It uses tools such as stakeholder mapping, impact analysis, training plans, and performance tracking to manage change effectively and minimize disruption.

Why is change management important?

Without effective change management, even the best initiatives can fail owing to misalignment, confusion, or resistance. Integrating change management into IT service management (ITSM), especially through frameworks like ITIL, enables organizations to navigate change with greater control and foresight. 

By assessing risk, assigning clear responsibilities, and using defined approval workflows, teams can implement changes with minimal disruption. This structured approach not only protects service continuity but also reinforces a culture of accountability and cross-functional collaboration. 

Ultimately, effective IT change management supports operational stability while driving innovation, allowing businesses to adapt confidently in a fast-moving digital landscape. Here’s why organizations cannot afford to ignore it:

• Reduces resistance: Uses a structured approach to address concerns and build early buy-in.

• Accelerates adoption: Facilitates faster onboarding, training, and acceptance of new systems or processes.

• Boosts productivity: Minimizes downtime and reduces the learning curve during transitions.

• Drives ROI: Ensures that investments in new tools, systems, or strategies deliver measurable value.

Enhances morale: Supports employees through change to boost engagement and improve retention.

Why do organizations need different change management types?

Every change initiative varies in scale, scope, urgency, and stakeholder impact, so a one-size-fits-all approach to change management doesn't work. Understanding the various types of change allows leaders to:

• Customize communication, planning, and execution

• Allocate resources more efficiently

• Predict challenges based on change type

• Choose the right change management model

Types of change management

Change management can take many forms, depending on the scale, scope, and nature of the change. Let’s explore six key types of change management, each suited to specific business situations:

Strategic change

Strategic changes are broad, high-level changes that alter an organization’s direction, vision, or business model. For example, mergers and acquisitions, entry into new markets, or moving from B2B to direct-to-consumer. 

These changes require long-term planning, executive sponsorship, and often multi-level restructuring. Clear communication and alignment are essential to bring employees on board and ensure success. 

People-centric change

People-centric change focuses on the human elements of transformation, including shifts in behavior, roles, attitudes, and workplace culture. This includes initiatives like DEI programs, leadership changes, and efforts to boost employee engagement. 

Such changes require an empathetic approach, with strong communication and ongoing engagement. Change readiness assessments and emotional intelligence play a key role in effective transitioning.

Structural change

Structural changes focus on reshaping how an organization operates internally by adjusting its structure, reporting lines, or departmental roles. This can include flattening or adding layers to the org chart, centralizing functions, or forming cross-functional teams. These changes must be handled with clear role definitions, performance metrics, and re-onboarding where necessary. 

Technological change

With technology evolving at a break-neck speed, most organizational changes in the near future are bound to be tech-driven, whether it involves upgrading of technology systems, tools, or infrastructure. 

Examples of such changes include ERP system rollouts, cloud platform migrations, or AI automations. These changes need detailed technical planning, IT change management practices, extensive training, and change impact assessments.

Unplanned change

As we move into a truly global market, organizations face external crises such as geopolitical shifts, regulatory changes, economic downturns, and global data breaches that require reactive changes.

These unplanned changes often define which companies thrive or falter. The success of an organization depends on agility, crisis communication, and rapid decision-making. Contingency planning and scenario modeling are key to navigating these changes successfully. 

Remedial change

Remedial changes are corrective measures taken to address underperformance, inefficiency, or stakeholder dissatisfaction. Such changes involve product recalls or process redesign after audit fails, and necessitate root cause analysis, benchmarking, and rapid iteration. Establishing clear performance KPIs and achieving quick wins help rebuild momentum.

Benefits of change management

Effective change management offers numerous benefits, helping organizations navigate transitions smoothly while minimizing disruption and maximizing positive outcomes. Some of the key benefits include:

• Improved decision-making: Enables leaders to better understand risks, resource requirements, and employee sentiment.

• Sustained competitive advantage: Allows organizations to pivot faster and seize opportunities.

• Stronger organizational alignment: Enhances cross-functional cooperation through clear communication and shared goals.

• Increased employee resilience: Helps employees become more adaptive and engaged during transitions.

Higher initiative success rates: Ensures projects are completed on time, within budget, and with better results.

How to choose the right type of change management for your organization?

Selecting the right approach for your organizational change management is foundational to successful transformation. A mismatch between the type of change and the technique used can lead to confusion, wastage of resources, and unmet goals. The right starting point is understanding the unique dynamics of your change initiative.

Factors to consider

• Scope: Is the change confined to a single department or does it affect the entire organization? 

• Timeframe: Urgent changes require agile, fast-response strategies; long-term initiatives need phased, strategic planning.

• Stakeholders: Who will be impacted and in what ways? Their roles, influence, and readiness can determine communication and support strategies.

• Resources: Evaluate budget, tools, and available personnel to gauge feasibility. 

Aligning change type with business goals

By choosing the right type of change management, you’re not just managing change but enabling meaningful, lasting impact. Once you’ve mapped the context, align the type of change with your strategic intent.

• Strategic change is ideal for driving innovation, business model shifts, or market expansion.

• People-centric change supports goals such as cultural transformation, leadership development, or retention.

• Technological change enables automation, digital transformation, or system modernization.

Challenges associated with different change types

Change often triggers resistance, which can stem from fear of the unknown, lack of trust in leadership, or concerns about personal failure. These reactions are natural but, if left unaddressed, can undermine even the best-planned initiatives. 

To manage resistance effectively: 

• Involve stakeholders early to build trust and reduce anxiety. 

• Provide tailored support through training, transparent communication, and reassurance. 

• Avoid one-size-fits-all strategies; adopt empathetic, customized approaches to increase acceptance and commitment.

Effective communication is equally critical. Generic updates can cause confusion and disengagement. Leaders must:

• Use multiple channels (emails, town halls, team meetings) for visibility and consistency. 

• Tailor messages to each stakeholder group, highlighting specific impact. 

• Encourage two-way communication to gather feedback and address concerns.

• Create forums for discussion to build a culture that embraces change. 

Together, resistance management and effective communication are key pillars for the successful implementation of change across all types.

Best practices for managing various change types

Managing change effectively entails a thoughtful combination of leadership, communication, and the right tools. When organizations align these elements, they reduce resistance, improve adoption, and increase the likelihood of long-term success. 

Here are a few change management best practices that work for every type of change management: 

Tips for smooth implementation

• Start with a clear vision: Align everyone on the “why” to build purpose and support.

• Secure executive buy-in: Visible top-level support reinforces the importance of the initiative and encourages organizational alignment.

• Empower change agents: Engage influential employees to promote change across teams.

• Measure continuously: Track progress through surveys, KPIs, and milestones to make timely adjustments.

Tools and techniques for change management

• Change impact analysis maps which teams, roles, or individuals are affected, how they’ll be impacted, and what support is needed to manage disruptions.

• The ADKAR model (Awareness, Desire, Knowledge, Ability, Reinforcement) guides individuals through each stage of change adoption.

• Stakeholder engagement plans tailor communication, training, and involvement strategies based on stakeholder’s influence, concerns, and needs.

• Change management tools such as IT change management software, organizational change platforms, or tools for managing agile digital initiatives provide structure, visibility, and automation throughout the change lifecycle.

Role of change management types in digital transformation

Digital transformation isn’t just about adopting new technologies. Whether you’re overhauling the IT department or modernizing the wider enterprise service management, digital transformation is about reshaping how an organization thinks, operates, and delivers value. 

By mapping transformation efforts to specific change types, organizations can reduce friction, manage resistance proactively, and accelerate adoption, ensuring that digital initiatives deliver real, sustained value.

Adapting to rapid technological change

Successful digital transformation often involves multiple overlapping types of change, including technological (implementing new systems), strategic (redefining business models), people-centric (reskilling or reorganizing teams), and structural (realigning departments or workflows). 

For example, introducing AI tools requires more than technical training. It demands cultural readiness, new decision-making protocols, and clear communication, reflecting a blend of people-centric and strategic change. 

Understanding the type of change management helps organizations align strategies with the pace, scope, and people impact of rapid technological shifts, ensuring smoother adoption and sustainable transformation.

Case studies of successful change initiatives

Real-world examples demonstrate how digital transformation succeeds not just through using the right technology but by managing the right types of change at the right time. Here are three cases where aligning change types with execution models drove lasting impact:

• Adobe’s pivot to SaaS: Adobe transitioned from boxed software to cloud subscriptions, blending strategic and technological change with a customer-centric approach. The shift required internal restructuring, product rethinking, and cultural reset—all coordinated through disciplined change management.

• Netflix’s digital evolution: What began as a DVD rental business evolved into a streaming giant and content producer. Netflix’s journey reflects a strategic reinvention powered by technological advancement, executed with clarity, agility, and data-driven experimentation.

• Microsoft’s Culture Reboot: Under CEO Satya Nadella, Microsoft underwent a profound people-centric transformation. Moving away from internal competition toward collaboration and growth mindset, this cultural shift revitalized innovation and re-established the company as a global technology leader.

Change management types vs. change management models

While often used interchangeably, change management types and change management models serve distinct but complementary roles in guiding successful transformation.

Using the wrong model for the change type can lead to confusion, resource inefficiencies, and failed outcomes. High-performing organizations align the right model with the change type to enhance clarity, engagement, and results.

How they complement each other

The type sets the context, while the model provides the roadmap. Together, they enable strategic planning, smooth implementation, and measurable impact.

How Freshservice can help you with IT change management

IT environments are sensitive to poor change management. Downtime, data loss, or compliance breaches can cripple business operations. 

Whether you're leading a cloud migration, reorganizing teams, or driving cultural renewal, understanding the nature of the change—and how to manage it—is critical to your organization’s resilience and long-term success. That’s where Freshservice comes in.

Freshservice offers an intelligent, integrated IT Change Management (ITCM) solution that:

• Automates workflows and approvals

• Tracks dependencies and impacts

• Integrates with DevOps tools

• Provides audit-ready reporting

• Enables low-risk, high-speed implementations

Whether you're managing a tech upgrade, responding to an unplanned outage, or aligning IT with business strategy, Freshservice empowers you with the right tools to do it with confidence.